The people layer, working.
Catch the leaver before the resignation letter, approve an appraisal drafted from the real record, weigh two candidates fairly, and answer both sides of the chat. Every people decision waits for your tap.
Ask it a real question.
It reads the records, respects your pay bands, and drafts what you would have written on your best day. Watch it handle two raise requests fairly.
Salary, attendance, reviews, growth: every person's history in one place that never forgets context at appraisal time.
Structured scorecards on both axes, so gut feel becomes a defensible decision trail.
Employees ask about leave and payslips; managers ask who needs attention. Both get answers from the same remembered record.
This module is the youngest of the five. We are building it with two or three companies, shaped around their real appraisal cycles and hiring rounds, on design-partner terms. If that could be you, say so in the form.
The same task, three ways.
Pick something you did last month, and compare.
| Yourself | An agency | The Spectre | |
|---|---|---|---|
| Who does it | You do it yourself, after hours | Their junior team does it | Your system runs it overnight |
| How long it takes | Your next free evening | About a week, plus a briefing call | Waiting for you at 8 a.m. |
| Where the context lives | It lives in your head | Re-explained every quarter | It compounds with every report |
| What it costs you | Your evenings, every week | A retainer that never ends | A system you keep |
| How much control you keep | Total, because it is you | You get a monthly summary | Every number waits for your tap |
| What compounds | Mostly your fatigue | Their case-study page | Your own second brain |
It is the same task every time. The difference is what you are left holding: an invoice, or a system that keeps getting better.
Start with early access